FAQ/Unit -1/Human Resource Management 1

Unit-1 Human Resource Management-An Introduction

Muzna Zafar Faculty, Management and Commerce

Q-1 What is human resource management? Ans-1 Human Resource Management is a management function that helps mangers recruit, select, train and develops members for an organisation. HRM is concerned with the peoples dimension in organisations. Q.2 What is the difference between HRM and PM? Human Resource Management Personnel Management
HRM is a broad concept PM is a part of HRM Human resource management is the management of employees skills, knowledge, abilities, talents, aptitudes, creative abilities, etc Personnel management is the management of people employed. FAQ/Unit -2/Human Resource Management in India 1

Unit-2 Human Resource Management in India

Muzna Zafar Faculty, Management and Commerce

Q-1 What is the origin of Human resource management in India? Ans-1 Origin of HRM can be traced down to Kautilyas Arthashastra. The book Arthashastra gives the logical procedures and principles in respect of labor organizations such as Shreni or guild system and co-operative sector. This book provides an excellent discussion on staffing and personnel management embracing job descriptions, qualifications for jobs, selection procedure, executive development, incentive systems. (Sarasa- saama- daana- bheda- danda- catura or Carrot and Stick approach) and performance evaluation. Q.2 Define Shreni. In Artha Shastra the logical procedure and principles of organising labour was termed as Shreni or guild system. Q-3What are the terms of wages defined in Artha Shastra? Ans-3 The wages were in terms of quantity and quality of work turned out and there was punishment for unnecessarily delaying the work or spoiling it. Q-4In ancient period how was the society divided? Ans-4 The society was divide in terms of division of labour such as Brahmins -The individuals who used to earn their livelihood by engaging themselves in activities such as teaching, sacrifice or state management. Kshatriyas - those specializing in fighting. Vaishyas -individuals engaged in the areas of trade, business and agriculture Shudras-those devoting themselves in manual work. Q-5 Describe Plantation Act.

Ans-5 The Plantation Act was passed in 1863. It makes provisions that if the workers failed to complete their period of contract, they should be imprisoned for a period not exceeding three months. Q-6 What are the salient features of the Factories Act 1881? Ans.6. According to the Act, the workers employed in the factories were allowed a week off-day and provisions were also made for inspection as well as limiting the hours of work for women workers to eleven per day. The act further provided that the minimum age of children for employment should be seven years and that the maximum working hours for them should not exceed seven hours a day and that too in the day-shift. FAQ/Unit -4/Human Resource Management 1 Unit-4 Recruitment and Selection Muzna Zafar Faculty, Management and Commerce Q-1 What is Recruitment? Ans-1 Recruitment is the process of finding and attracting capable applicants for employment. It is the practice of soliciting and actively seeking applicants to fill recently vacated or newly created positions using a variety of methods (i.e., internal job postings, advertising in newspapers or electronic job boards/sites, utilizing search firms, or listing position with trade and professional associations, etc). Q.2 What is Selection? Ans. Selection is the process of choosing individuals who have relevant qualifications to fill existing or projected job openings. It is the process of choosing individuals who have relevant qualifications to fill jobs in an organization. Q-3 What are the internal methods of Recruitment? Ans: Following are the internal methods of recruitment: Information on Internal Bulletin Board/notice board/Intranet, Transfer/ Promotions
Q-4 What are the external methods of Recruitment? Ans-4 The external sources of recruitment are: Advertising, Employment agencies, Campus recruitment, Employment exchange etc. Q-5 What are different types of Interviews? Ans- 5 Following are the types of interview: Preliminary Interview, Patterned Interview, Stress Interview, Depth Interview. Q-6 What is Headhunter? Ans: Head hunters are independent employment service (or individual) that seeks out personnel for high-level executive positions; formally known as an executive search FAQ/Unit -4/Human Resource Management 2

company (or consultant). Headhunters are generally used by companies that are looking outside their present staff to fill executive positions. Q-6 What is Job Description? Ans. It is a written description that summarizes the most important features of a job, including a description of the work that details the required tasks, knowledge, skills, abilities, responsibilities, and reporting structure. A job description states the purpose, responsibilities and reporting structure of a job. It clarifies exactly what a job involves and provides the individual, their line manager and others in the organization with a clear picture of the purpose of a post. FAQ/Unit -5/Human Resource Management 1

Unit-5 Training and Development

Muzna Zafar Faculty, Management and Commerce

Q-1 What is Training? Ans-1 It is a process by which the aptitudes, skills and abilities of employees to perform specific jobs are increased. Employee training tries to improve skills, or add to the existing level of knowledge so that the employee is better equipped to do his present job, or to prepare him for a higher position with increased responsibilities Q.2 What are the various training methods? Ans-2 These are the commonly used training methods On the job training Vestibule Training Apprenticeship programme Simulation Methods Knowledge-based Methods Experiential Methods Q-3 What are the expected output of training? Ans-3 Following are the expected outcomes of training 1. Knowledge change 2. Attitude change 3. Behaviour change 4. Performance change 5. End-operational results (the last two changes being the result of the first three changes)1. Q-4 What are the objectives of training? Ans-4 Following are the major objectives of: Acquiring intellectual/job related knowledge Acquiring manual skills Acquiring Managerial skills Q-5 What are the factors on which Thayes and McGhee model is based? Ans- 5 It is based on: Organizational analysis Task analysis FAQ/Unit -5/Human Resource Management 2

 Individual analysis FAQ/Unit -6/Human Resource Management

Unit-6 Employee Growth

Muzna Zafar Faculty, Management and Commerce Q-1 What is career planning? Answer-1: The process of establishing career objectives and determining appropriate educational and developmental programs to further develop the skills required to achieve short- or long-term career objectives. Career planning uses all the information provided by the organization assessments of requirements, assessments of performance, potential and management succession plans, and translates it into the form of individual career development programs and general arrangements for management development, career counseling and mentoring. Career planning is a deliberate attempt by an individual to become more aware of their skills, interests, values opportunities, constraints and consequences. Q-2 Name some career development activities: Answer-2: Career Development Activities: 1. Self assessment tools (e.g. career Planning Workshops, Career Workbooks) 2. Individual Counseling; 3. Information Services (e.g. Job posting systems, skills inventories, career ladders or career paths, career resource centers and other communication formats); 4. Initial employment Programs (e.g. anticipatory socialization programs, realistic recruitment, employee orientation program); 5. Organizational Assessment programs (e.g. Assessment Centers, Psychological Testing, promotability forecasts, succession planning); and 6. Developmental programs (e.g. Assessment Centers, Job rotation programs, in-house training, tuition refund plans, mentoring). Q-3 What is succession Planning? Answer-3: The process of identifying long-range needs and cultivating a supply of internal talent to meet those future needs. Used to anticipate the future needs of the organization and assist in finding, assessing and developing the human capital necessary to the strategy of the FAQ/Unit -6/Human Resource Management

organization. Succession planning is the process of assessing and auditing the talent in the organization. It is a process by which one or more successors are identified for key posts (or groups of similar key posts), and career moves and/or development activities are planned for these successor. Formal succession planning involves an examination of strategic (long-range) plans and HR forecasts and a review of the data on all potential candidates. Q-4 What is the objective of Outplacement Programs. Answer-4: Outplacement Program during retrenchment and downsizing are now a professionally managed process in most organizations. The objective here is to assist the effected employees in making the transition to new employment. It could involve reskilling for new, more relevant skills per market demand so finding a new job is easier. It could involve working with placement agencies and recruitment firms to provide interviewing opportunities for the employees. FAQ/UNIT-7/Human Resource Management

Unit 7: Performance Appraisal

Muzna Zafar Faculty, Management & Commerce Q-1 What is Performance Appraisal? Answer-1: Performance appraisal has been defined as any personnel decision that affects the status of employee regarding their retention, termination, promotion, transfer, salary increase or decrease, or admission into a training program. Performance appraisal is a formal, structured system of measuring and evaluating an employees job, related behaviors and outcomes to discover how and why the employee is presently performing on the job and how the employee can perform more effectively in the future so that the employee ,organization and society all benefit. Q-2 What is Graphic Rating Scale Method? Answer-2: Graphic Rating is the term used to define the oldest and most widely used performance appraisal method. The evaluators are given a graph and asked to rate the employees on each of the characteristics. The number of characteristics can vary from one to one hundred. The rating can be a matrix of boxes for the evaluator to check off or a bar graph where the evaluator checked off a location relative to the evaluators rating. Q-3 What is Ranking Method? Answer-3 : The term ranking has been used to describe an alternative method of performance appraisal where the supervisor has been asked to rank or order his /her employees in terms of performance from highest to lowest on some overall criterion. Q-4 What is 360 degree Appraisal Method? Answer 4: Performance-appraisal data collected from 'all around' an employeehis or her peers, subordinates, supervisors, and sometimes, from internal and external customers. Its main objective usually is to assess training and development needs and to provide competence-related information for succession planningnot promotion or pay increase. Also called multi-rater assessment, multi-source assessment, multi-source feedback. Q-5 What is BARS? Answer 5: Behavioral Anchored Rating Scales. - The term used to describe a performance rating that focused on specific behaviors or sets as indicators of effective or ineffective performance, rather than on broadly stated adjectives such as "average, above average, or below average". FAQ/UNIT-7/Human Resource Management

Q-6 What is MBO ? Answer-6: The management by objectives performance appraisal method has the supervisor and employee get together to set objectives in quantifiable terms. The appraisal method has worked to eliminate communication problems by the establishment of regular meetings, emphasizing results, and by being an ongoing process where new objectives have been established and old objectives had been modified as necessary in light of changed conditions. FAQ/UNIT-8/Human Resource Management

Unit 8: Compensation Management

Muzna Zafar Faculty, Management & Commerce Q-1 What is the difference between Wage and Salary? Answer-1: The term wage is commonly used for those employees whose pay is calculated according to the number of hours worked. Thus, the weekly pay check will fluctuate as the number of hours actually worked varies. The word salary applies to compensation that is uniform from one period to the next and does not depend upon the number of hours worked. Salaried often implies a status distinction, because those who are on salary are generally white-collar, administrative, professional, and executive employees, whereas wage-earners are designated as hourly, non-supervisory, or blue-collar. Q-2 What is Collective Bargaining? Answer-2: It is a contract between an employer and union covering wages, hours, and other terms and conditions of employment for employees in the bargaining unit. Q-3 How are wages classified according to ILO? Answer-3 : The International Labour Organization (ILO), classified wages as under: 1. The amount necessary for mere subsistence; 2. The amount necessary for health and decency; and 3. The amount necessary to provide a standard of comfort Q-4 How are wages classified in India? Answer 4: In India, wages are classified as: a. Minimum wage b. Fair wage c. Living wage Q-5 What are Monetary Incentives and why they are used? FAQ/UNIT-8/Human Resource Management

Answer 5: The purpose of monetary incentives is to reward associates for excellent job performance through money. Monetary incentives include profit sharing, project bonuses, stock options and warrants, scheduled bonuses (e.g., Christmas and performance-linked), and additional paid vacation time. Traditionally, these have helped maintain a positive motivational environment for associates (Kepner, 2001). Q-6 What is the purpose of Non Monetary Incentives Answer-6: The purpose of non-monetary incentives is to reward associates for excellent job performance through opportunities. Non-monetary incentives include flexible work hours, training, pleasant work environment, and sabbaticalsFAQ/UNIT-9/Human Resource Management

Unit 9: Job Evaluation

Muzna Zafar Faculty, Management & Commerce Q-1 What is Job evaluation? Answer-1: It is the systematic determination of the relative worth of jobs within an organization, used for compensation planning purposes. Q-2 What is Succession Planning? Answer-2:. It is the process of identifying long-range needs and cultivating a supply of internal talent to meet those future needs. Used to anticipate the future needs of the organization and assist in finding, assessing and developing the human capital necessary to the strategy of the organization. Q-3 What are the commonly used job evaluation methods? Answer-3 : Following are the commonly used job evaluation methods: Ranking Method Grade Description Method Point Method Factor-Comparison Method Time-Span Method Guide-Chart Profile Method Q-4 What is promotion? Answer 4: It is a personnel action resulting in movement to a position affording higher pay and/or greater rank, and/or requiring greater skill or responsibility. Q-5 What is job analysis? Answer 5: Job analysis is the process of getting information about jobs; specifically, what the employee does; how he gets it done; why he does it; skill, education and training required; relationships to other jobs; physical demands and environmental conditions FAQ/UNIT-9/Human Resource ManagementFAQ/UNIT-11/Human Resource Management

Unit 11-Motivation
Muzna Zafar Faculty, Management & Commerce Q-1 What is motivation? Answer-1: It is the desire within a person causing that person to act. Q- 2. which are the popular motivation theories? Answer-2:.The few prominent motivation theories are: Maslows Need Hierarchy Theory McGregors Theory X and Theory Y (and Theory Z)

 Herzberg Motivation Hygiene Theory Victor Vrooms Expectancy Theory Attribution Theory Q-3 Explain Maslows Need Hierarchy Theory Answer-3 : Maslow has arranged the human needs of an individual in a hierarchical manner; Physiological Needs Safety Needs Social Needs Esteem Needs Self actualisation needs Q-4 What are the concepts around which Victor Vrooms Expectancy Theory of Motivation is built around? Answer 4: The model is built around the concept of valence, instrumentality and expectancy and is commonly called the VIE theory. Q-5 What are the commonly used motivational techniques? Answer 5: following are the commonly practiced motivation steps: Clearly analyzing the situation requiring motivation Have a motivation toolkit Selecting and applying the appropriate motivator Follow-up and review FAQ/UNIT-11/Human Resource ManagementFAQ/UNIT-12/Human Resource Management

Unit-12-Employee Misconduct and Disciplinary Procedure

Muzna Zafar Faculty, Management & Commerce Q-1 Explain Discipline? Answer-1: Discipline is the force that prompts an individual or a group to observe the rules, regulations and procedures which are deemed to be necessary to the attainment of an objective; it is force or fear of force which restrains an individual or a group from doing things which are deemed to be destructive to group objectives. Q-2 What is the principal ingredients of a sound disciplinary system in organizations? Answer-2:The principal ingredients of a sound disciplinary system in organizations are: Location of responsibility Proper formulation and communication of rules Rules and regulations should be reasonable Equal treatment Disciplinary action should be taken in private Importance of promptness in taking disciplinary action Innocence is presumed Get the facts Action should be taken in non-threatening atmosphere

 Negative motivation should be handled in a positive manner Q-3 What are the commonly practiced actions in business organization: Answer-3 : The commonly practiced actions in business organization are: 1. Oral reprimand 2. Written reprimand 3. Loss of privileges 4. Fines 5. Lay off 6. Demotion 7. Discharge Q-4 What is the procedure for taking a disciplinary action: Answer-Following are the recommended steps: FAQ/UNIT-12/Human Resource Management

a) An accurate statement of the disciplinary problem. b) Collection of data or facts supporting the report of the offence. c) Review policy and past similar incidents. d) Identify corrective action to implement; take legal counsel to ensure that the local laws of the land are not in conflict e) Apply the action f) Follow-up on the disciplinary action. Q-5 What are the steps followed for dismissal of an employee? Answer 5: Following are the steps: Charge Sheet is Framed and Issued Explanation Receipt Issue of Notice of Enquiry Conducting the Enquiry Sharing Findings FAQ/UNIT-10/Human Resource Management

Unit 10: Employee Satisfaction and Morale

Muzna Zafar Faculty, Management & Commerce Q-1 What is Morale? Answer-1: It may be defined as the possession of a feeling on the party of the employee of being accepted and belonging to a group of employees through adherence to common goals and confidence in the desirability of these goals. Q-2 What are the commonly used methods to measure employee morale? Answer-2:.Following are the commonly used methods to measure employee morale: 1. The manager/executive's impressions. 2. The guided interview. 3. The unguided interview. 4. A combination of the guided and unguided interview. 5. An analysis of company records. 6. The "listening-in" process. 7. The employee satisfaction survey questionnaire. 8. A combination of any of the foregoing methods. Q-3 What is guided interview? Answer-3 : The guided interview is based on the hypothesis that employees' answers to certain questions will reveal their attitudes. The questions selected are presumed to be the ones that will call forth a true picture of how the employees feel. This series of questions is usually rather large. The interviewer seeks to direct the interview in such a manner as to secure the answers that will reveal the desired information. Q-4 What are the signals of low morale? Answer 5: Following are the few signs of low morale: Employee unrest High rate of absenteeism

 Tardiness High employee turnover Grievances Need for discipline FAQ/UNIT-10/Human Resource Management

 Fatigue and monotony